Was asked salary, now im put on hold for 2 weeks? Is this typical?

I was asked about my salary expectations, and now I’m on hold for two weeks. Is this a common situation?

I just wrapped up my final interview for a position last Friday, and they mentioned I’d hear back either yesterday or today. They reached out and said:

“As we move forward in the selection process, we’d like to better understand your salary expectations for this role.”

After I provided my salary range, they replied with:

“We are currently reviewing all applications and expect to update you on the status within the next two weeks. If anything changes or if we have additional updates before then, we will be sure to contact you.”

Is this typical? It seems like they might be weighing multiple candidates and using salary as a factor in their decision. What are your thoughts? A friend of mine thinks it might be a sign of price gouging or that I’m the backup candidate.

High volume recruiting HELP

Seeking Advice on High-Volume Recruiting

Hello everyone! I’m a recruiter and could use some insight.

I started a new position about a month and a half ago, and I’m thrilled with my company and the role I have. However, I’ve found myself struggling to keep up with some of my requisitions, and I’m curious if it’s common to take a few months to acclimate to high-volume recruiting.

Here’s a bit about my background:
– 2 years in agency recruitment, focusing primarily on sourcing candidates.
– 1.5 years in corporate talent acquisition, which involved a limited candidate pool and very few applicants.

Currently, I’m back in internal recruiting, managing 12 job postings across 5 different cities, totaling 18 positions. While it may not seem like an overwhelming number, the constant turnover in some locations means that positions often remain open for longer. Each job posting attracts around 50-150 applicants, and I’m primarily working with entry-level roles, which is new territory for me.

I’ve been trying to keep my applicant pool manageable, but even at its lowest, it’s still the largest number of warm applicants I’ve ever dealt with. While I’m performing reasonably well, I’m facing challenges with two of my cities. Managing my time effectively has been tough—I often find myself working early and late, feeling like there’s never enough time in the day. I wish I could reach out to every applicant, but it just hasn’t been feasible.

On the positive side, I’m fortunate to have amazing leadership—truly the best I’ve ever experienced. But is it typical to need this long to adjust to high-volume recruiting? I’d appreciate any tips or advice you can share! Thank you!

Seamless.ai + ZoomInfo?

Interested in Seamless.ai and ZoomInfo? I have an extra license for each that I’m looking to sell at cost.

• ZoomInfo Elite: 1,000 contacts per month for $3,900, valid for the next 12 months.
• Seamless Pro: 1,000 contacts per day for $875, valid for the next 9 months.

Both platforms offer data brokerage, enrichment, CRM integration, ATS, and access to contact information such as email addresses and phone numbers. If you’re interested, feel free to reach out!

Red Flag for a Detail-Oriented Role?

Concern About a Detail-Oriented Candidate

We have a candidate who received a recommendation for a follow-up interview. I emailed her the invitation, but I didn’t hear back for over a week. Eventually, she contacted one of the recruiters for an update, at which point we shared the email we had sent earlier. She then scheduled a time and received an automatic confirmation with the interview details, including the date, time, and meeting link in both her email and Google Calendar. However, she continues to reach out asking about the interview time, time zone, and for the meeting link again. Although we haven’t interviewed her yet, I’m worried that her difficulty managing these basic email details may indicate she’s not the best fit for a detail-oriented role. Do you think I’m being too cautious?

Medical recruitment company assistance

Seeking Guidance on Medical Recruitment Fees in the Middle East

I’m excited to announce my new venture as a medical recruiter! I’m currently gathering information on the typical fees charged to hospitals and clinics in the Middle East for successful placements. I have a robust network of exceptional candidates, which I know is a challenge for many recruiters, but I’m a bit unsure about how to kick off my business.

Would it be a good strategy to offer a few complimentary placements to generate interest? Should I consider sharing blind resumes to spark negotiations with hospital recruiters? Additionally, I’m curious about what percentage most recruiters typically charge for successful placements—is it generally between 10-25% of the annual base salary?

I’m specifically looking for insights related to the Middle Eastern market, as I’m having difficulty obtaining this information. The candidates I plan to represent are mostly in middle to upper management, and therefore, their salaries will be substantial. Thank you for any advice you can provide!

Starting an agency… where to start

Launching an Agency: Seeking Guidance
Hello everyone,

With about 7 years of experience under my belt, I’ve frequently been encouraged to start my own agency. I’m excited about the possibility but feel a bit overwhelmed about where to begin.

If anyone could provide me with a step-by-step guide on getting started, I would greatly appreciate it! I have no prior experience running a business, and while the idea makes me anxious, I’m eager to take on this challenge.

Thank you in advance for your support!

AI Dummy

Seeking Recruitment Tech Guidance

I’ve recently launched my own recruitment agency, and a significant portion of my daily activities involves the tedious process of electronic outreach to set up calls, VCs, and in-person meetings.

My ideal scenario would be spending most of my time engaging with clients, candidates, and hiring managers—something I truly enjoy.

Every day, I receive numerous emails from AI companies that specialize in recruitment solutions, and while I’ve had conversations with a few, I’m yet to find a convincing option.

What I’m really looking for is a comprehensive software solution that can automate bulk outreach and manage my calls and calendar seamlessly.

My independent research on this topic feels somewhat skewed due to algorithmic biases, so I might be missing out on something great.

What features should I prioritize in my search for the right tool?

As for budget, I’m open to making a worthwhile investment, but I definitely value return on investment. If there’s a cost-effective option that can deliver, I’d be willing to explore that as well.

Thank you for any suggestions!

Manatal vs RecruitCRM

Comparing Manatal and RecruitCRM
I’m currently weighing the options between Manatal and RecruitCRM for my small to medium-sized agency. I need an ATS that also supports candidate sourcing. I’d appreciate any insights or advice on the pros and cons of each. What are your thoughts?

Why do recruiters ask for your manager?

Why do recruiters want to know about your manager? I’ve been asked several times by recruiters who my manager is at my current job, and I’m curious about the reason behind this question.

Workday and other recruiting companies

Recruitment Platforms and Their Impact

Many recruiters and HR teams are looking to streamline their workload, often relying on outdated systems and generic processes in their hiring practices. This can lead to many qualified candidates being turned away for positions. While the job market may have its challenges, it isn’t as dire as some may suggest. I’ve grown skeptical of the common response of, “We’ve found stronger applicants,” when in reality, sometimes those hired turn out to be less suitable for the role. Additionally, many recruitment and HR firms have implemented automatic rejection systems that further complicate the hiring process.